CANADA Trends and Developments Contributed by: Andrew Shaw, Ryan Carroll and David McIsaac, Baker McKenzie
Federal pay equity Once Federally regulated employers subject to the Pay Equity Act (private or public sector employers with an average of ten employees) have posted a pay equity plan, they must file an annual statement with the Office of the Pay Equity Commissioner. For most employers, the first annual statement was due 30 June 2025. The annual statement must contain basic information about the employer and its pay equity plan. The collection of this information will help the Office of the Pay Equity Commissioner better measure the gender wage gap and the impact of the Act and its Regulations. Conclusion Looking ahead, employers should continue to monitor legislative changes shaping the employment relation - ship. At the same time, courts continue to scrutinise termination provisions. Drafting a clear, unambiguous, and legally compliant termination provision remains a valuable strategy for employers. Staying proactive on both fronts helps employers reduce liability and maintain enforceable employment agreements.
Royal Assent. Effective 15 July 2025, the Worker’s Compensation Act includes additional duties for both employers and employees regarding the early and safe return to work of injured workers. These duties include the requirement to: • for employers and workers, get in contact as soon as practicable after the injury occurs and maintain communication through the recovery period and impairment; • for employers, attempt to provide suitable work that is available which, where possible, restores the worker’s pre-injury earnings; • for workers, assist the employer to identify suit - able work that is available which, where possible, restores the worker’s pre-injury earnings; and • for employers and workers, provide the Worker’s Compensation Board of Nova Scotia such infor - mation as the Board may request concerning the worker’s return to work. Effective 1 September 2025, the Occupational Health and Safety Act will include psychological health and safety in the definition of “health and safety”. Employ - ers will be required to establish policies to prevent workplace harassment.
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